Tracing back to the source and activating employees-Let "Fried dough sticks" be stimulated again

There is a saying that "when you are confused, you will cross the river when you wake up." Have you been confused and sleepy for more than ten years in the workplace? Individuals do, but they won't be confused for a long time and can't give up easily. Self-activation is necessary, and it is even more valuable to meet people or systems and rules that remind you, inspire you and help you in the workplace. Therefore, those "smooth employees" in the workplace actually need enterprise system to restrain them, enterprise managers to guide them, and HR to communicate, so as to stimulate their vitality again.

The word "reactivation" is used here. It can be seen that the "old fritters" used to be brilliant and excellent. What caused them to change their minds and become "smooth hands"? I think this is the main source. After all, not everyone is born mediocre, not everyone wants to be ordinary, there are always ordinary people who do extraordinary things, and so is the workplace. For example, the creation of Doecoin was seen by an engineer, because a young man posted a post based on satire on the Internet, and they worked together for a day to develop Doecoin. When dogecoin skyrocketed, they gave up all their possessions and just got a scooter to continue their ordinary life.

The "smooth hand" described in the discussion case has certain experience and ability, and can complete his own work, but he likes fishing and muddling along, lazy and muddling along. The pursuit is not high, and there is no intention to change. The key point here is to have "experience and ability to complete your work." This means that they have the ability to learn and master skills. "Work hard, be lazy and muddle along." Here, we can find that some things have caused their slackness, and often their inner dissatisfaction is not expressed in words. There is a phenomenon in psychology. When you are dissatisfied with the status quo or some people and things, you are more silent, procrastinating, muddling along and so on.

In fact, to sum up, we have reached an understanding that the "smoothing operator" can be saved and reactivated. If there is really no hope, he may leave voluntarily. After all, no one wants to be the lowest-level Jiugongge, and there is a crisis of being eliminated at any time.

1) dissatisfied with the treatment, showing laziness, and most of the psychology is that labor is not equal to income;

2) Dissatisfaction with the superior leader, perhaps this leader is not as high as him, perhaps because of a conflict in something, perhaps because of unfair reward distribution, etc.

3) Dissatisfaction with the system is often that the system only exists on paper and has not been effectively implemented, which leads to different treatment, thus intensifying dissatisfaction in the heart, which is manifested in the work being stuck and delaying the work to the last node;

4) Dissatisfied with the demand for power, such as a project with good methods, but rejected and excluded by other colleagues, leading to muddling along;

5) Dissatisfaction with the environment, colleagues, office environment or commuting traffic;

6) Dissatisfaction with employee care. After a few years in the workplace, most of them have already got married. The pressure of mortgage, car loan and living expenses makes employees breathless. Not all employees are career-oriented, but they hope to get more pay and more value in their work. It is the core working motivation; Only when employees are well taken care of can employees have new investment methods, and the arrangements for ensuring medical care, employee birthday benefits, employee family benefits and rest days should be clear.

7) Dissatisfaction with corporate culture is common in small and medium-sized enterprises. Boss culture is corporate culture, and the ever-changing work style and atmosphere of leading first will arouse dissatisfaction;

1) Tree culture: To build a corporate culture, we should create highly consistent values from the dimensions of corporate vision, corporate values and basic corporate codes of conduct, and all employees should gather and develop.

2) Establishment of the system: Improve the employee handbook, and give specific and clear guidance on the normalization of employees from the aspects of recruitment, employee training, employee attendance, employee discipline, confidentiality system, office regulations, meeting management, travel management, etc. There are rules to follow and rules to follow.

3) Empowering talents: To solve the dissatisfaction with leaders is to let managers see their own shortcomings and improve their cognitive level. Let employees improve their professional ability and higher-level perspective, such as new employee training, advanced training, backbone training, manager training (beginning, middle and high) and so on. When doing performance appraisal, there are clear assessment dimensions and employee inventory, so that employees can see their own problems one by one.

4) Welfare: the core is unshakable, which is the key that most easily leads to employee satisfaction and work attitude reduction or job-hopping: timely payment of wages, clear treatment, transparent salary accounting, etc. Many aspects of attracting talents by large factories are welfare. Just like 1W private enterprises and 5k state-owned enterprises, more than 60% people will choose state-owned enterprises. After all, other benefits and meal supplements of state-owned enterprises completely make up for the gap of 5K, and relatives and friends value the brand advantage of employers more. Enriching employee welfare and solving worries are all based on the specific situation of the enterprise. After all, the more perfect, the higher the satisfaction.

1) Create opportunities: treat them differently, learn from each other's strengths and make good use of their strengths.

2) Group activities: Luo Pang said in his friend's New Year speech that "the best way to cultivate a team is group building activities, so that everyone can participate and give full play."

3) Define the role: give positioning, and position the team according to the team situation. For example, the Journey to the West team and Stuart both have their own roles, so as to be a classic team and get the scriptures.

? Everyone in the workplace may be someone else's mentor. In order to stimulate employees' vitality more efficiently, managers and human resources practitioners need to think and change from the organizational level, enterprise strategy, team development and other aspects. Only by changing the root causes can we constantly stimulate the vitality of employees and make the cost of employees really change their value, rather than the expenditure on the financial books every month. Find problems with your heart and keep trying methods, and you will get the results you want in practice. * * * Encourage!